You can never get back the time and resources you devote to hiring top energy professionals. You can’t afford to lose those who have made it through your screening process and become part of the team. While some level of attrition is inevitable, there are steps you can take to control your losses and make sure the people who leave are not those you’d most like to stay.
Show Your Employees They Are Valued
Share your vision and solicit their ideas and opinions so they feel like they are working with the company toward a common goal. Provide them with a clear role and show how it fits into the company. Create an environment that shows that you respect their contributions to the organization. Provide safety training and ensure that PPE is comfortable and simple to use. Don’t just purchase the minimum quality required by OSHA.
Provide Achievable Goals and Regular Feedback
Employees who don’t know what is expected of them or how they are doing on the job are the ones most likely to leave. To foster engagement and retention, make it clear what metrics they are expected to meet and let them know regularly how well they are performing in achieving them. Provide ongoing feedback and support and the tools and training that they need to succeed.
Offer Professional Development
To keep your best people, focus on how you can help them increase their skills and marketability. Don’t hesitate to delegate and keep an eye out for those with strong leadership potential. Work with each individual to develop a potential career path. Include with clear progress steps and training to help them reach their goals. Offer on-site training and development or reimbursement for conferences, classes or certifications.
Don’t hold people back from taking lateral transfers if it’s the right move for them. It’s better for the company to keep top people, even if a different department is a better choice for them.
Hire With an Eye toward Retention
This strategy may not help in your current struggles, but if you employ it going forward, you can prevent future losses. Interview not just to fill the current open position, but also to consider how the candidate fits into the company’s long-range goals. Can you see a promotion potential? Look for the skills, attitude and professionalism that make a candidate a keeper.
If you’re losing top energy employees, take a step back to understand why. If you need help recruiting people who can be with your company for the long haul, contact the energy recruitment and staffing specialists at FootBridge Energy Services. Our experienced recruiters quickly find and attract top talent with extensive experience in the energy industry. Contact us today to learn more.